5 Terrible HR Practices

While the emphasis on HR best practices is a worthy one, it’s also important to know what NOT to do as an HR  professional. There are some pretty clear-cut no-nos when it comes to policies. While there may be logical explanations for these awful HR practices, the fact is they don’t work because they end up alienating employees. So I’ve attempted to name the 5 worst HR policies out there, here they are.

1. Unclear Performance Standards

If you expect your employees to perform at a certain level, they need to know exactly what that level is. If people don’t know exactly how well they are expected to perform, it’s very difficult to hold them accountable. Generally this is a result of neither party, employer nor employee, knowing exactly what is expected out of a given position. If this is the case with any position you work with, you need to have a serious sit-down, and decide exactly what it is you want out of that employees performance. It will end up making it easier for both of you in the long run.

2. Outdated Technology

HR relies as heavily on technology for performance as pretty much any other position you can imagine, outside of tech. If a manager is for any reason hesitant to update the HR department with a new HRMS, or any other technology that will ultimately make the department run smoother, that’s an issue. It’s pertinent that HR pros are kept current with technologies related to their field. It makes everything run smoother and the position that much more effective. Being a techno-phobe in HR just doesn’t fly anymore.

3. No Emphasis on Retention

Being able to retain top talent is vital. If you have no system in place to attempt and keep employees happy and working for you, that’s a huge mistake. Not working to keep employees at your organization means that you will undoubtedly deal with higher turnover. There’s a multitude of ways you can go about improving retention, so figure out what works best for your companies culture and workforce, and start to put it in place, if you haven’t already.

4. Lack of Upward Mobility

Perhaps hand in hand with retention, is having a system in place for promoting employees. If employees feel there’s no opportunity to move up or increase pay within a company, it will make them all the more likely to leave. If you always hire from outside when it comes to management positions, instead of moving up already existing employees, that’s a mistake. Part of the companies hiring policies should include training lower-level employees to move up eventually. Not only does it help with retention by giving employees hope, it’s cost-effective because it reduces the costs of hiring and training.

5. Not Allowing Employees to Access Personal Information

While there may be a rational liability reason for you to not allow employees to see their personal records, it’s just a bad idea. It makes employees feel as if they are being deceived. While some records obviously need to be sealed and private, there’s no reason employees shouldn’t be able to access their most basic personal information. Allowing them access can also save you time in the long-run. If they can update their own address after a move for instance, it saves you the trouble of having to do it!

So there you have it, 5 awful HR practices that need to be eradicated. Whether they’re in place because  an out of touch supervisor insisted, or because of some legal reasoning, it’s time to brainstorm alternatives. HR is an ever-evolving industry, and your policies should reflect this.

Meet the Author

Aaron

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